Introduction
As a new manager at SNHU Pet Supply Company, my top priority is to provide a management plan revealed in rebuilding the team culture, aligning organizational practices with leadership, and addressing the specific challenges that have affected the team’s effectiveness. I will implement management practices and intuitive and creative decision-making models that align with the organization’s mission, vision, and culture statement (Mulyana et al., 2022). By leveraging my leadership strengths and promoting followership, I aim to build a collaborative work environment that fosters inclusivity and diversity. Additionally, I will analyze the impact of the team on the organization’s forms and functions with the usage of such variables as KPI, satisfation rate and rate of involvement and recommend better communication practices that line up with the firm’s requirements (Mulyana et al., 2022). Finally, this management plan will focus on improving the team’s performance, strengthening the company’s culture, and ensuring that we meet our goals.
Team Management and Followership
The best-suited management and leadership acts for managing this team is a combination of transformational and servant leadership. Transformational leadership involves encouraging and inspiring employees to accomplish their objectives, while servant leadership entails serving and empowering team members to reach their goals. (Otto et al., 2021). These practices align with the organization’s mission, culture, and goals, as they prioritize employee well-being, teamwork, and collaboration.
As a leader, I will utilize my strengths to enhance the team’s efficiency and culture. I will lead by example, establish trust and open communication, and offer regular feedback and support to team members. I will also encourage team members to take ownership of their work and develop their skills through training and development opportunities. Furthermore, I intend to utilize my strengths to cultivate followership among the team by promoting a constructive work atmosphere where employees feel appreciated and empowered. It will involve creating a culture of inclusion, where all team members feel heard, respected, and encouraged to contribute their ideas and perspectives (Matthews et al., 2021). I will also prioritize building strong relationships with team members, establishing clear expectations and goals, and providing opportunities for professional growth and advancement (Matthews et al., 2021). By demonstrating a commitment to the team’s success and investing in their development, I will help build a sense of loyalty and commitment among team members, which will ultimately lead to a more effective and productive team. Followership I will leverage my strengths as a leader to strengthen the team’s effectiveness and culture by leading by example. I will also encourage team members to take ownership of their work I will use my strengths to develop followership within the team by fostering a positive work environment.
Decision-Making Models and Emotional Intelligence
The most efficient approach for decision-making for this team would be a participatory model in which everyone is involved. The model involves gathering input from all team members, considering different perspectives, and making a collective decision. The model aligns with the organization’s mission, culture, and goals by promoting collaboration, teamwork, and inclusivity (Torlak et al., 2022). Additionally, using this model can also lead to better decision quality and increased commitment to the decision made, as all team members have had a say in the process. It can also help to build trust and mutual respect within the team by valuing and incorporating diverse perspectives.
To implement this decision-making model effectively, I will need to ensure that all team members have an equal opportunity to participate, provide training on effective communication and active listening skills, and establish clear decision-making criteria and timelines. I will also need to set expectations for respectful and constructive dialogue during the decision-making process (Torlak et al., 2022). Overall, utilizing a participatory decision-making model can help to improve the team’s culture, effectiveness, and alignment with the organization’s goals
To make certain that the practices of the management are inclusive and emotionally intelligent and comprising of different viewpoints, requirements and duties within the team.
I will foster a culture of respect, openness, and togetherness, where all team members feel valued and supported. In addition, I will encourage and promote diversity and inclusion practices within the team. It encompasses creating a safe space where team members feel comfortable sharing their experiences and perspectives, and actively seeking out diverse opinions and viewpoints. By valuing and celebrating diversity, one can create a more positive and productive team culture (Grigoropoulos, 2020). Furthermore, I will provide training and resources to help team members develop their emotional intelligence skills, such as conflict resolution and stress management, which will enable them to navigate difficult situations with empathy and understanding.
Communication and Collaboration across Functions
The various forms and purposes of the firm affect impact the team by providing a structure for how work is organized and executed. The team impacts the different forms and functions across the organization by providing feedback and input on how processes can be improved and identifying areas of inefficiency (Syakur et al., 2020). The team and its functioning can have a direct influence on the organization’s overall success and performance. It’s essential to have open means of communication between the organization and the team ‘s different operation’s to ensure there is efficient collaboration and a positive work environment (Syakur et al., 2020). By actively engaging with the organization’s various forms and functions, the team can identify opportunities for improvement and make valuable contributions to the company’s success.
Organizational Mission, Vision, and Goals
The main role of organizational goals, statements and mission is to provide a clear direction for how it operates. It also involves how it aims to achieve its objectives (Toksoz, 2021). These three things say that the organization values teamwork, collaboration, inclusivity, and continuous improvement (Toksoz, 2021). Organizational differences, management approaches, leadership structure and inclusion practices are all critical components of achieving these goals.
Conclusion
By implementing effective management practices and decision-making models and prioritizing communication and collaboration across functions, it is possible to rebuild the team culture and align organizational practices with leadership.
References
Grigoropoulos, J. E. (2020). How Can Manifesting Leadership Skills Infused with Ethos, Empathy, and Compassion Better Prepare Students to Assume Leadership Roles?. International Journal of Progressive Education, 16(1), 54-66.
Matthews, S. H., Kelemen, T. K., & Bolino, M. C. (2021). How follower traits and cultural values influence the effects of leadership. The Leadership Quarterly, 32(1), 101497. Web.
Mulyana, A., Ridaryanthi, M., Faridah, S., Umarella, F. H., & Endri, E. (2022). Socio-emotional leadership style as implementation of situational leadership communication in the face of radical change. management. Web.
Otto, K., Geibel, H. V., & Kleszewski, E. (2021). “Perfect leader, perfect leadership?” Linking leaders’ perfectionism to monitoring, transformational, and servant leadership behavior. Frontiers in Psychology, 12, 657394. Web.
Syakur, A., Susilo, T. A. B., Wike, W., & Ahmadi, R. (2020). Sustainability of communication, organizational culture, cooperation, trust and leadership style for lecturer commitments in higher education. Budapest International Research and Critics Institute-Journal (BIRCI-Journal), 3(2), 1325-1335. Web.
Toksoz, S. (2021). Effectiveness of Internal Communication in Managing Ethnically Diverse Workforce: Case Study of Nakheel. OPUS International Journal of Society Researches, 17(34), 855-872. Web.
Torlak, N. G., Demir, A., & Budur, T. (2022). Decision-making, leadership and performance links in private education institutes. Rajagiri Management Journal, 16(1), 63-85.